Why Strategy Precedes Execution
Most companies begin an executive search when a seat becomes vacant — either through departure or through a new role being created. The reactive approach consistently produces worse outcomes than a proactive strategy. Companies with a deliberate talent acquisition strategy know which roles are mission-critical, which are likely to turn over in the next 12 months, and which require 6 to 12 weeks of market mapping before outreach can begin.
The Components of an Executive Talent Acquisition Strategy
Role Prioritisation
Not every executive role has equal strategic importance. A talent acquisition strategy begins with identifying which roles are mission-critical — meaning a wrong hire or extended vacancy would materially damage the business — and building a different level of process rigour around those searches. VP of Sales at a revenue-stage company is different from a VP of People at the same company. The process investment should reflect the difference.
Succession Planning for Critical Roles
For roles with a high probability of turnover in the next 12 months — long-tenure VPs who may exit after a liquidity event, executives who have been in the role longer than they typically stay, or leaders who have been publicly headhunted — proactive market mapping before the role becomes vacant reduces the vacancy cost substantially.
Retained vs. Contingency Decision Framework
Not every executive search requires a retained search firm. A clear decision framework — based on role criticality, candidate market availability, and required confidentiality — determines which roles should use retained search and which can be handled through other channels. The framework prevents both over-spending on retained search for accessible roles and under-investing in critical searches that need it.
Brief Development as a Strategic Process
The brief for an executive role should be developed as a strategic document, not a job description. It should capture the operating context the hire is entering, the problems they are expected to solve in the first 90 days, the leadership style the team needs, and the CEO's actual hiring criteria. Brief quality is the strongest predictor of search quality.
External Partner Selection and Management
For companies that use retained search firms, the selection and management of those partners is a strategic function. A single strong retained search partner who understands the company's stage, culture, and hiring criteria will consistently outperform a roster of contingency firms competing on speed. Partner concentration is almost always better than partner diversification in executive search.
The 20-Minute Search Assessment
Majhi Group offers a 20-minute confidential search assessment for CEOs and Founders considering a VP or C-suite search. We assess role clarity, market conditions, and whether the brief is optimised for the hire — before any engagement begins. This assessment is available at no cost.
Ready to Run a Search That Closes?
20-minute confidential search assessment. We review your role, your market, and whether your brief is optimised for the hire.
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